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[HR CODE OF CONDUCT

]

POLICIES

Honest & Ethical Conduct

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5

Equal Employment Opportunity

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6

Prohibiting Discrimination and Harassment

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6

Confidentiality

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7

Fair Dealing

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7

Employment of Relatives

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7

Protection and proper use of Company’s Assets

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8

Conflict of Interest

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9

Media and Advertisement

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10

Intellectual Property

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10

Insider Trading

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11

Anti-Bribery

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12

Grade Structure

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13

Dress Code

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14

Grooming

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15

ID card

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15

Attendance System

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16

Work Hours & Weekly Off

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17

Holidays

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18 - 22

Leaves

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23

Short Leave

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24

Types of Leaves

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25 - 29

BASICS

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SALARY & BENEFITS 

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Salary

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31

Incentives

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31

ESI

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32

PF

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32

Gratuity

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33

Medical Insurance – Coverage & TPA Info

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34 - 35

Personal Accident Insurance – Coverage & Guidelines

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36

Important Guidelines to Medical Insurance

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37

Cashless & Non-Cashless Process Flow

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38 - 40

Salary Advances

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41

Emails & Internet Policy

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43

Phone Usage Policy

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43

Data protection Policy

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43 -44

Buddy Referral Policy

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45

Prevention of Sexual Harassment Policy

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45 - 46

Prevention of Alcohol and Drug Abuse

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47

Whistle Blower Policy

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47

Background Check Policy

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48 - 49

Medical Certificate Policy for Field Executives

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50

Rehire Policy

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50

Statutory Benefits :

Company Benefits

KEY HR POLICIES

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EXIT FORMALITIES Exit Policy

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Notice Period Policy

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53

Exit Procedures

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54

Important Websites

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56

Branch Office Details

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57

Location HR Contacts

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58

USEFUL INFORMATION

ANNEXURE

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Appendix 1.0 – Letter of Communication (Data Protection)

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60 - 61

Appendix 2.0 – Sexual Harassment Policy

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62 - 72

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Code of Conduct

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A code of conduct is a set of rules outlining the social norms, rules, responsibilities, principles, values, standards or rules of behavior that guide the decisions, procedures and systems of an Organization in a way that (a) contributes to the welfare of its key stakeholders, and (b) respects the rights of all constituents affected by its operations. The guidelines set is applicable to all Directors, Officers, Associates, Trainees, New joiners and Third party vendors (agents, contractors, representatives, consultants or any third party who work on behalf of ‘the company’ or Just Dial Limited) including but not limited to the suppliers, service providers, agents, channel partners (dealers, distributors and others) who has a business association with our Organization and are expected to read and understand the code, uphold these standards in day-to-day activities, comply with all applicable policies and procedures and adhere to these standards. While our guideline for ethical business conduct does not address every conceivable situation that you may encounter; it does provide straightforward information about the Company's operating principles and how Associates and Branches of Just Dial are expected to conduct themselves. Honest & Ethical Conduct All Associates including the Senior Management Personnel and the Leadership Team shall act in accordance with the highest standards of personal and professional integrity, honesty and ethical conduct, not only at company’s premises but also at company sponsored events, business gatherings, social events or at any place where there is business related activity occurs or raised during the course of employment with Just Dial Ltd.

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Equal Employment Opportunity (EEO) Just Dial strives to hire and promote people on the basis of their qualifications, performance and abilities, also determined to provide a work environment free of any form of illegal discrimination both direct and indirect, including, but not limited to sexual harassment. Further, Just Dial is committed to maintaining a workplace where each employee's privacy and personal dignity are respected and protected from offensive or threatening behaviour including violence and use of abusive language. Prohibiting Discrimination and Harassment Just Dial perceives harassment as a form of discrimination that is offensive, undermines the integrity of employment relationships and causes serious harm to the productivity, efficiency and stability of the organization. Harassment may include (but is not limited to) making unwelcome sexual advances, sending or displaying obscene or racist materials, or sending or telling offensive jokes or comments, verbally or otherwise. Harassment can be verbal, physical or visual behavior where the purpose or effect is to create an offensive, hostile or intimidating environment. Just Dial endeavors to ensure a congenial environment where Associates can work without any inhibition and contribute their best without fear or favour. Any employee who engages in such prohibited conduct will be subject to disciplinary action. Associates shall refrain from such discriminatory actions or decisions which are contrary to the letter or spirit of this Code. If Associates believe that they have witnessed or are being subjected to discrimination or harassment, they shall immediately report the matter using the reporting procedures as mentioned in the Code. Just Dial views reports of retaliation seriously. Anyone found to have retaliated against another individual will face disciplinary action. In addition, the Company will not tolerate sexual harassment by or against third parties on the Company’s premises. Note: A detailed policy on what constitutes discrimination or sexual harassment along with procedures and processes is enclosed in Annexure 2.0

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Confidentiality All Associates of the organization have to safeguard the confidentiality of all company related information or of customers, suppliers or business associates or partners, except when disclosure is expressly authorized or legally required. Confidential information includes all Non-Public information (regardless of its source) that might be of use to the company’s competitors or harmful to the Company or its customers, suppliers or business partners if disclosed. Do not use any such company confidential information for personal benefit or by any improper means. Fair Dealing All Associates of the organization should deal fairly with customers, suppliers, and competitors of the company and should not take unfair advantage of anyone through manipulation, concealment, abuse of confidential, proprietary or trade secret information, misrepresentation of material facts or any other unfair dealing practices. Employment of Relatives Members of an Associate’s immediate family may be considered for employment on the basis of their qualifications. Associates are responsible for providing relevant information about the employment of any immediate family members. Employment of immediate family members is subject to:







Not creating  a direct supervisor / subordinate relationship with the family member.



Not creating a conflict of interest.

The purpose of these guidelines are to prevent the organizational impairment and conflicts that are likely outcome of the employment of relatives or significant others, especially in a supervisor / subordinate relationship.

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Willful withholding of information regarding a prohibited relationship/reporting arrangement may be subject to corrective action and / or disciplinary action including termination. If a prohibited relationship exists or develops between two Associates, both Associates involved must bring this to the attention of his/her supervisor and the Location HR Head.

These guidelines should also be considered when assigning, transferring or promoting any Associate across job levels. For the purpose of this policy, immediate family includes: parent (including step parent), grandparent, spouse, son, daughter, sibling (including half or step brother or sister), mother-in-law, father-in-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law and stepchild. This policy also applies to close personal relationships at workplace. Associates who marry or establish a close personal relationship may continue employment as long as it does not result in the above conflicts. If one of the situations outlined above shall occur, attempts will be made to find a suitable position to which, one of the Associates will be transferred. If accommodations of this nature are not feasible, then the Associates involved will be permitted to determine which one of them will resign. Protection and Proper Use of Company's Assets  All Associates of the organization should protect “Company’s Assets and     

Property” and to ensure its efficient use.  Theft, carelessness, and damage to the Company's assets and property have a direct impact on the Company's profitability.  Company's assets should be used only for legitimate business purposes.  Company landline telephone should not be used for making personal calls.  PC/Desktop/Laptop/iPad should not be used for personal use  Internet should not be used for personal use or for surfing unwanted or restricted sites.

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Conflict of Interest All Associates decisions and actions during the course of their employment with the company should be based on the best interests of the company, not based on the personal relationships or benefits. In case there is likely to be a conflict of interest, he/she should make full disclosure of all facts and circumstances thereof and obtain a prior written approval from the Company Secretary. A conflict of interest may arise under the following circumstances:

            

 

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When an Associate takes action or has interests that  may make it difficult to perform his or her work objectively and effectively.

When personal or romantic involvement with a competitor, supplier or subordinate employee of the company, which impairs  a person’s ability to exercise good judgment on behalf of the company.

The receipt of any personal benefit by a member of his or her family from any supplier, customer  or competitor of the Company unless disclosed to Company Secretary.

Any outside business activity that detracts an individual's ability to devote  appropriate time and attention to his or her responsibilities with the Company.

When performing / accepting simultaneous employment with any other company or business entity - as director, employee, agent or contractor for a customer, a supplier or any other entity that has a business relationship with the company, which is highly prohibited unless it’s been expressly authorized  or approved by the company.

The receipt of non-nominal gifts or excessive entertainment (worth over Rs. 2,500/-) from any person  / company with which the Company has current or prospective dealings.

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   

Any investment interest by Director or Senior Management Personnel or their relative, who is in possession of any unpublished price sensitive information, any supplier, customer, or competitor of the Company.

Any form of consulting or employment relationship with any supplier,  customer, business associate or competitor of the Company.

All Associates, as decided by the Board from time to time, shall disclose investment details in any unlisted company, whether or not it has a relationship with the Company exceeding INR 1,00,000/- or 10% of the total paid-up equity of the unlisted company, firm, proprietary Concern, whichever is less.

Media and Advertisement Selected persons who are authorized to speak shall only attempt to speak or share or communicate any non-public information regarding Just Dial with Media / Analyst / Investors or anyone outside Just Dial. If any Associate is contacted by the Media / Analyst / Investor or anyone outside Just Dial for an interview, comments or any information with regard to company, the Associate is expected to speak only if he/she is authorized or else should direct them to Company’s Spokesperson or Members of Media Relations or Investor Relations Teams of the Company. Under no circumstances, an Associate would attempt to speak or share any information on Company’s behalf. In this context, it is important that all statements to the media shall be true and fair, for which purpose each business unit and division shall have selected persons who are authorized to speak to media on identified subjects. Intellectual Property All Associates have an utmost obligation to themselves to identify and protect the intellectual properties, trade secrets and other confidential information owned by Just Dial and its customers or associates, because it is critical to our success.

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By Intellectual Property Rights (“IPR”), it means generally patented or potentially patentable inventions, trademarks, service marks, trade names, copyrightable subject matter, and trade secrets.

Associates must use proprietary material of others only under valid license and only in accordance with the terms of such a license. Unauthorized receipt or use of the intellectual property of others may expose Just Dial to civil law suits and damages. Associates are advised to follow all Just Dial procedures, including those governing the appropriate handling of unsolicited intellectual property. Associates shall not use copyrighted materials without appropriate permission. Always consult the Legal Department whenever an IPR issue is involved and when the Associates are not clear on the course of action to be taken. As regards licensed software or any “freeware” or “free-trial” of thirdparty software to be downloaded from the internet, Associates are strictly advised to follow the controls and procedures laid down by Just Dial. Associates must ensure that, Third Party Intellectual Property could be used only in accordance with the license agreement. Information / data available in the public domain can be relied on but mere duplication of the same in any presentation must not be done. Insider Trading Insider trading generally involves the act of Subscribing or Buying or Selling of Just Dial’s securities, when in the possession of any unpublished price sensitive information about Just Dial. It also involves disclosing any unpublished price sensitive information about Just Dial to others who could subscribe or buy or sell Just Dial’s securities. As a general rule:



Do not make any specific statement or disseminate any specific information  which could affect the trade or market price of securities.

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

  

Do not deal with trade securities directly or indirectly with intent to artificially raise / depress the prices of securities thereby induce sale or purchase of securities. In other words, dealings with only intention of inflating, depressing  or causing fluctuations in the market prices of securities are prohibited.

Do not indulge in any act which is intended to create a false / misleading trading practice in the securities market or which can result in reflection of price slash of securities based on individual’s transaction, which may be  observed as unfair trade practices.

Anti-bribery A bribe is an offering to give anything of value to any parties within or outside the organization during the course of employment to influence a discretionary decision. Examples of bribes include - payment to a government official to encourage a decision to award or continue business relations, to influence the outcome of a government audit or inspection or to influence tax or other legislation. Other payments to government officials also may constitute bribes in some jurisdictions. Consult Company legal counsel regarding local anti-bribery laws. A payment to a government official may be allowable under certain narrow exceptions - obtain approval from Company legal counsel before making any such payment. In some circumstances, legal counsel may be able to provide blanket approvals for certain well-defined interactions with government officials.

In addition, Associates should consult Company Secretary / Legal / Corporate Communications Personnel responsible for government relations to ensure that they are acting in accordance with the Company policy and guidelines regarding government relations.

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Grade Structure

Designation

Grade

Category

Leadership Team

G1

Leadership

Senior Vice President

G2

Vice President

G3 Senior Management

Assistant Vice President

G4

General Manager

G5

Assistant General Manager

G6

Senior Manager

G7

Manager

G8

Deputy Manager

G9

Assistant Manager

G10

Middle Management

Junior Management Senior Executive

G11

Executive

G12

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Dress Code Each one of us is a representative of the company and must pay attention to personal grooming and adhere to the recommended dress code. Thus, the work attire is defined as “Smart Business Attire” to be worn during normal business operations i.e., between Monday to Thursday and “Casual Business Attire” during Friday and Weekends.

Smart Business Attire: (Monday to Thursday)

Men Shirt with buttons and collars Formal Trousers Jeans with formal shirt

Women Formal pair of Trouser and skirts Jeans with Formal shirt or Kurti Indian Formals

Formal shoes

Footwear – Sandals, Formal Shoes

Casual Business Attire: (Friday & Weekends) Men

Women

Polo Shirt with collars Collared T-Shirts

Jeans with T-Shirt Short Kurti

Sweaters

Polo Shirts

Sports coat Blazers

Long skirts Sweaters

Inappropriate Dress that should be avoided:

Men Floaters, Slippers, Sports Shoes Track Pants, Shorts Evening Wear Round Neck Tees Tees with inappropriate words

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Women Short Skirts above knee length Floaters and Slippers Track pants Tank tops, tube tops, halter tops with spaghetti straps. Evening wear or Revealing clothes

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Grooming

  

   

Make a great first impression.



Be well dressed and presentable in your attire. Be positive in your thoughts & speech.



 

Be confident and accentuate your self-esteem.

o Importance of Grooming and Appearance          



Everyone likes a person who is well groomed and presentable.



Take care of your appearance. It will win you customers. It will make your job easy.



Grooming is another pillar of success apart from your knowledge & skills, your attitude & behaviour.



Cleanliness and hygiene are the basis for good grooming.



Clean hair, teeth and feet, well-manicured nails, a well-shaved look and welltrimmed hair – all are absolutely essential.



Be aware of your body odor – if necessary, use a good deodorant.



Always dress appropriately – especially when you are representing the Company or dealing with the prospective clients of the Company.



Ensure that your clothes are well ironed and make sure your belts, socks and shoes – always match your clothes.



Accessories, in general should be sober, not bold or loud.



These principles are equally important to people who are working in the office and in the field.



Taking good care of your appearance is an investment in your future.

Identity Card  



Display ID card at all times for security purposes.



In case of loss of ID card, Inform HR immediately and then apply for a duplicate.



Fine of Rs.500/- shall be charged on every duplicate ID card issued.

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Attendance System Office Based Employees shall mark their attendance using “Automated Biometric System” placed at the entrance of the office premises which records their IN and OUT timings either when swiped by their ID Cards or enter his/her PIN details with a thumb or finger impression. Whereas, field based employees (JDA/CIC) attendance are marked basis reward points earned in Genio and BDE’s attendance are manually tracked through Sales Coordinators. If an Employee for some reason fails to mark the attendance using MyJD app or SSO, then that particular day will be marked as Absent or LOP as appropriate during end of the month. Technology group employees need to maintain 180 hours of working during each month with IN and OUT timings marked in the system.

In case of shortage of work hours (i.e.,<180 hours), proportionate leave deduction or adjustments will happen to individual’s account. Below are the guidelines to regularize your attendance appropriately:

         

In case of planned leave or vacation, please apply your leave(s) in advance using MyJD app or SSO.

During official travel, he/she should mark IN and OUT time on account of “official duty” in MyJD app or SSO for attendance regularization. The same  needs to be approved by assigned reporting manager.

In case of emergency leave, please inform your reporting manager and apply leave in MyJD app or SSO as both can be accessed from anywhere.

In case of a single swipe, when either Punch In or Punch Out is missed out, then one can submit his/her actual IN or OUT timings and get it approved from the reporting manager in MyJD app or SSO.

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Work Hours & Weekly Off o Work Hours.



 

Employees who work 6 days a week would register 8 hours of work day. Employees who work 5 days a week would register 9 hours of work day.





o Half Day



 

For 8 Hours work day, half day will be minimum 4 hours of work day. For 9 Hours work day, half day will be minimum 4.5 hours of work day.





o Off Day or Rest Day would mean:

    

Those who  are on 6 Days working will get one day off in the week i.e., Sunday. Those who are on 5 Days working will get two days off, either it could be Saturday & Sunday  or any 2 days of the week, which may vary according to business needs. In case of business requirements / exigency, Employees may need to attend  work during their weekly off / rest day.

Function wise Work Days & Hours (Subject to change time to time) Office Based Employees:

Particulars

Working Days

Working Hours

Off Day

TME

5

9

2

IRO Full Time

5

9

2

IRO Part Time

5

5

2

Database

5

9

2

Customer Support

5

9

2

Support Functions

5

9

2

Technology

5

180 Hours per Month

2

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Field Based Employees:

Particulars

Working Days

Working Hours

Off Day

CIC

6

8 Hours a Day

1

BDE

6

8 Hours a Day

1

Holidays. Every branch would publish a list of holidays at the beginning of the year which would include both Compensatory Holidays as well as Paid Holidays. The holiday list for your location is available with your Location HR.

PAN India Holiday List for 2019 Location – Mumbai

S. No 1

Occasion New Year

Date 1-Jan-19

Day Tuesday

Republic Day

26-Jan-19

Saturday

Type Compensatory Holiday Paid Holiday

2 3

Holi

21-Mar-19

Thursday

Compensatory Holiday

4

Maharashtra Day

1-May-19

Wednesday

Compensatory Holiday

5

Independence Day

15-Aug-19

Thursday

6

Ganesh Chaturthi

2-Sep-19

Monday

Compensatory Holiday

7

Anant Chaturdarshi

12-Sep-19

Thursday

8

Gandhi Jayanti

2-Oct-19

Wednesday

Compensatory Holiday Paid Holiday

9

Dusshera

8-Oct-19

Tuesday

Compensatory Holiday

10

Deepawali

28-Oct-19

Monday

Paid Holiday

Occasion Republic Day Holi (Dhulivandan) Gudi Padva Maharashtra Day Independence Day Ganesh Chaturthi Anant Chaturdashi Gandhi Jayanti Dusshera Deepawali (Padva)

Date 26-Jan-19 21-Mar-19 6-Apr-19 1-May-19 15-Aug-19 2-Sep-19 12-Sep-19 2-Oct-19 8-Oct-19 28-Oct-19

Location – Pune

S. No 1 2 3 4 5 6 7 8 9 10

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Paid Holiday

Day Saturday Thursday Saturday Wednesday Thursday Monday Thursday Wednesday Tuesday Monday

Type Paid Holiday Compensatory Holiday Compensatory Holiday Compensatory Holiday Paid Holiday Compensatory Holiday Compensatory Holiday Paid Holiday Compensatory Holiday Paid Holiday

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Location – Ahmedabad

S. No 1

Occasion Uttarayan

Date 14-Jan-19

Day Monday

Type Compensatory Holiday

2 3 4 5 6 7

Vasi Uttarayan Republic Day Duleti(Holi) Independence Day Janmashtami Dussehra

15-Jan-19 26-Jan-19 21-Mar-19 15-Aug-19 24-Aug-19 8-Oct-19

Tuesday Saturday Friday Thursday Saturday Tuesday

Compensatory Holiday Paid Holiday

8 9

Gandhi Jayanti New Year

2-Oct-19 29-Oct-19

Wednesday Monday

Compensatory Holiday Compensatory Holiday Paid Holiday Paid Holiday

Bhai Duj

30-Oct-19

Tuesday

Compensatory Holiday

10

Compensatory Holiday Paid Holiday

Location – Delhi

S. No 1

Occasion New Year

Date 1-Jan-19

Day Tuesday

Type Compensatory Holiday

2

Republic Day

26-Jan-19

Saturday

Paid Holiday

3

Holi

21-Mar-19

Thursday

Compensatory Holiday

4

Independence Day

15-Aug-19

Thursday

Paid Holiday

5

Gandhi Jayanti

2-Oct-19

Wednesday

Paid Holiday

6

Dusshera

8-Oct-19

Tuesday

Compensatory Holiday

7

Diwali

26-Oct-19

Saturday

Paid Holiday

8

Vishwakarma Day

28-Oct-19

Monday

Compensatory Holiday

Location – Chandigarh

S. No 1

Occasion New Year

Date 1-Jan-19

Day Tuesday

Type Compensatory Holiday

2

Republic Day

26-Jan-19

Saturday

Paid Holiday

3

Holi

21-Mar-19

Thursday

Compensatory Holiday

4

Independence Day

15-Aug-19

Thursday

Paid Holiday

5

Gandhi Jayanti

2-Oct-19

Wednesday

Paid Holiday

6

Dusshera

8-Oct-19

Tuesday

Compensatory Holiday

7

Diwali

26-Oct-19

Saturday

Paid Holiday

8

Vishwakarma Day

28-Oct-19

Monday

Compensatory Holiday

9

Guru Purab

11-Nov-19

Monday

Compensatory Holiday

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Location – Jaipur

S. No 1

Occasion New Year

Date 1-Jan-19

Day Tuesday

Type Compensatory Holiday

2

Makar Sakranti

14-Jan-19

Monday

Compensatory Holiday

3

Republic Day

26-Jan-19

Saturday

Paid Holiday

4

Holi

21-Mar-19

Thursday

Compensatory Holiday

5

Independence Day

15-Aug-19

Thursday

Paid Holiday

6

Gandhi Jayanti

2-Oct-19

Tuesday

Paid Holiday

7

Dussehra

8-Oct-19

Tuesday

Compensatory Holiday

8

Diwali Vishwakarma Day / Gowardhan Puja

26-Oct-19

Saturday

Paid Holiday

28-Oct-19

Monday

Compensatory Holiday

9

Location – Chennai

S. No 1 2

Occasion New Year Pongal

Date 1-Jan-19 15-Jan-19

Day Tuesday Tuesday

Type Compensatory Holiday Compensatory Holiday

3 4

Thiruvalluvar Day Republic Day

16-Jan-19 26-Jan-19

Wednesday Saturday

Compensatory Holiday Paid Holiday

5

Independence Day

15-Aug-19

Thursday

6

Vinayakar Chathurthi

2-Sep-19

Monday

7

Gandhi Jayanth

2-Oct-19

Wednesday

8 9

Ayutha Pooja Vijaya Dasami

7-Oct-19 8-Oct-19

Monday Tuesday

10

Diwali

28-Oct-19

Monday

Paid Holiday Compensatory Holiday Paid Holiday Compensatory Holiday Compensatory Holiday Paid Holiday

Location – Bangalore (Cunningham)

S. No 1

Occasion New Year

Date 1-Jan-19

Day Tuesday

Type Compensatory Holiday

2

Sankranti

14-Jan-19

Monday

Compensatory Holiday

3

Republic Day

26-Jan-19

Saturday

Paid Holiday

4

Independence Day

15-Aug-19

Thursday

Paid Holiday

5

Ganesh Chaturthi

2-Sep-19

Monday

6

Gandhi Jayanthi

2-Oct-19

Wednesday

7

Durga Pooja

8-Oct-19

Tuesday

Compensatory Holiday

8

Deepavali

28-Oct-18

Monday

Paid Holiday

9

Kannada Rajyothsava

1-Nov-19

Friday

Compensatory Holiday

10

Christmas

25-Dec-18

Tuesday

Compensatory Holiday

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Compensatory Holiday Paid Holiday

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S. No

Location – Coimbatore (for Tamilnadu based employees)

1

Occasion New Year

2

Pongal

15-Jan-19

Tuesday

Compensatory Holiday

3

Thiruvalluvar Day

16-Jan-19

Wednesday

Compensatory Holiday

4

Republic Day

Saturday

Paid Holiday

5

Independence Day

26-Jan-19 15-Aug19

Thursday

Paid Holiday

6

Vinayakar Chathurthi

2-Sep-19

Monday

7

Gandhi Jayanthi

2-Oct-19

Wednesday

8

Ayutha Pooja

7-Oct-19

Monday

Compensatory Holiday

9

Vijaya Dasami

8-Oct-19

Tuesday

Compensatory Holiday

10

Diwali**

28-Oct-19

Monday

Paid Holiday

S. No

Date 1-Jan-19

Day Tuesday

Type Compensatory Holiday

Compensatory Holiday Paid Holiday

Location – Coimbatore (only for Kerala based employees) Occasion

Date

Day

Type

Tuesday

Compensatory Holiday

Saturday Monday Thursday

Paid Holiday Compensatory Holiday Paid Holiday

Monday Wednesday

Compensatory Holiday Compensatory Holiday

1

New Year

2 3 4

Republic Day Vishu Independence Day

5 6

Vinayakar Chathurthi Onam

1-Jan-19 26-Jan19 15-Apr-19 15-Aug-19 2-Sep19 11-Sep-19

7 8

Onam Gandhi Jayanthi

12-Sep-19 2-Oct-19

Thursday Wednesday

Compensatory Holiday Paid Holiday

Vijaya Dasami Diwali**

8-Oct-19 28-Oct-19

Tuesday Monday

Compensatory Holiday Paid Holiday

9 10

Location – Hyderabad

S. No 1

Occasion New year

Date 1-Jan-19

Day Tuesday

Type Compensatory Holiday

2

Makara Sankranti

15-Jan-19

Tuesday

Compensatory Holiday

3

Republic Day

26-Jan-19

Saturday

Paid Holiday

4

Ugadi

6-Apr-19

Saturday

Compensatory Holiday

5

May Day

Wednesday

Compensatory Holiday

6

Independence Day

1-May-19 15-Aug19

7

Ganesh Chaturthi

2-Sep-19

Monday

8

Gandhi Jayanti

2-Oct-19

Wednesday

9

Durga Puja / Dussehra

8-Oct-19

Tuesday

Compensatory Holiday

10

Diwali

26-Oct-19

Saturday

Paid Holiday

Thursday

Paid Holiday Compensatory Holiday Paid Holiday

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Location – Kolkata

S. No 1

Occasion New Year

Date 1-Jan-19

Day Tuesday

Type Compensatory Holiday

2

Republic Day

26-Jan-19

Saturday

Paid Holiday

3

Holi

21-Mar-19

Thursday

Compensatory Holiday

4

Independence Day

15-Aug-19

Thursday

Paid Holiday

5

Gandhi Jayanti

2-Oct-19

Wednesday

Paid Holiday

6

Durga Puja

4-Oct-19

Friday

Compensatory Holiday

7

Durga Puja

5-Oct-19

Saturday

Compensatory Holiday

8

Durga Puja

7-Oct-19

Monday

Compensatory Holiday

9

Durga Puja

8-Oct-19

Tuesday

Compensatory Holiday

Diwali

28-Oct-19

Monday

Paid Holiday

10

Manyata – Technology

S. No 1

Occasion New Year

Date 1-Jan-19

Day Tuesday

Paid Holiday

2

Type

Holi

21-Mar-19

Thursday

Paid Holiday

3

Independence Day

15-Aug-19

Thursday

Paid Holiday

4

Ganesh Chaturthi

2-Sep-19

Monday

Paid Holiday

5

Gandhi Jayanti

2-Oct-19

Wednesday

Paid Holiday

6

Dusshera

8-Oct-19

Tuesday

Paid Holiday

7

Deepawali

28-Oct-19

Monday

Paid Holiday

8

Deepawali

29-Oct-19

Tuesday

Paid Holiday

9

Deepawali

30-Oct-19

Wednesday

Paid Holiday

10

Kannada Rajotsava

1-Nov-19

Friday

Paid Holiday

Mumbai – Technology

S. No 1

Occasion New Year

2

Holi

21-Mar-19

Thursday

Paid Holiday

3

Maharashtra Day

1-May-19

Wednesday

Paid Holiday

4

Independence Day

15-Aug-19

Thursday

Paid Holiday

5

Ganesh Chaturthi

2-Sep-19

Monday

Paid Holiday

6

Anant Chaturdarshi

12-Sep-19

Thursday

Paid Holiday

7

Gandhi Jayanti

2-Oct-19

Wednesday

Paid Holiday

8

Dusshera

8-Oct-19

Tuesday

Paid Holiday

9

Deepawali

28-Oct-19

Monday

Paid Holiday

10

Deepawali

29-Oct-19

Tuesday

Paid Holiday

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Date 1-Jan-19

Day Tuesday

Type Paid Holiday

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Important Notes:  

No other holidays are permitted other than those appearing on the ‘Holiday List’ as applicable to your Branch.



Those who wish to avail a compensatory holiday can either apply for leave from his/her account OR compensate working on his/her designated ‘Week

  

off’ during the same week or the following week. 

In absence of No Leave balance to compensate from his/her account, then the system will observe as LOP.



It is mandatory for employees to put in a full day’s work (8 or 9 hours, as the case may be) when you work in lieu of compensatory holiday.



Anyone wishes to observe any other holiday / festival / ritual must apply for CL/PL in MyJD app, which will be debited from their leave balance or they can avail one of the two short leaves available each month in case the exigency is of few hours matter.

 

Whenever a compensatory holiday is declared as Branch Holiday, all those who have taken the compensatory holiday must come and work either on the next Week Off or the following Week Off. Location HR will send out a suitable communication in this regard.

Leaves MyJD App available in Google Playstore or SSO (Single Sign-on) will help you manage your Leave application and Daily track of your attendance.

   



Leave is calculated on a pro-rata basis depending upon the Date of Joining.



Leaves are credited on monthly basis for employees at executive level grades G12 and G11 except for employees from technology department.



Leaves are credited on annual basis (one-time credit or advance leave credit) for those at G10 and above grade (Assistant Managers & above) either on 1st Jan OR on pro-rata basis from individual’s date of joining.



Leaves for all employees belong to Technology Group will have ‘advance credit’ irrespective of their Job Levels or Grade.

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

Leave(s) has to be applied either on MyJD app or SSO in advance or once taken. Either ways, the leave request needs to be submitted and sought

 

approvals from the Reporting Manager within the same month 30 th /31st. 

In absence of the Reporting Manager, the leave request will be moved to the next level manager for approvals.



Leaves / Miss Punches (either Punch IN or Punch OUT) / No attendance marked for any day during the month has to be regularized or applied on or



before 30th or 31st of each month using MyJD app or SSO. 

/ not applied nor approved by his/her reporting manager during the same



month (on or before 30th or 31st) will be considered as LOP during the respective month payout and the system will allow such Punch IN / OUT or

  

Leaves / Miss Punches (either Punch IN or Punch OUT) that are not updated

non-regularized leave days to apply / regularize between 8 th to 20th of Following month using MyJD app or SSO. 

Leaves / Miss Punches (either Punch IN/OUT) has to be applied by employee & get it approved by manager on or before 20th of following month using



MyJD app or SSO. Any further delay will retain the status as LOP and no arrears will be paid. 

Leaves that are applied / Miss Punch that are regularized as per the above guidelines will be paid as ARREARS to the employee in following month’s



payroll. 

Description of leave types and entitlements are elaborated further in this policy document.

Short Leave 

30 minutes to 2 hours of late coming / up to 2 hours of early leaving from office premises (only in case of emergencies) from the scheduled IN and OUT



time respectively, is defined as a short leave. 

Two short leaves in a month are permitted without submission of any application. But, any subsequent short leave after the second instance in a month will be considered as “half day” leave.

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

Those who avail short leaves in more than two instances during a month have to mark ‘Half Day’ leave application in SSO. Absence of such leave application, will lead to half day salary deduction for each instance.

Types of leaves o Privilege Leave (PL)       

Privilege leave is the leave earned by an Employee for the number of days worked in the previous calendar month.



Employees will be eligible for PL only after completion of 6 months (probation)



Employees working 5 days a week are entitled for 12 days PL in a calendar year.



Employees working 6 days a week are entitled for 18 days PL in a calendar year.



Employees working in Technology Group are entitled for 18 days PL in a calendar year irrespective of 5 days / 6 Days Working.



Un-availed PL can be accumulated up to a maximum of 36 days (for 5 Days working) / 54 days (for 6 Days working) as of 31st December of any year.

 

Any PL over and above the same will lapse automatically on 1 Jan. 

PL can neither be encashed nor can be adjusted against notice period.



PL balance can be viewed in MyJD app.

o Sick Leave (SL)  





Sick Leave is given to Employees to meet health exigencies.



Employees are entitled for 6 days SL in a year.



Joiners between 1-15th will have SL credited in the same month. Those



joined between 16-30th will have SL credit on or after 7th of following month. Existing employees will have SL credited during each month prorated



Technology Group and those employees at AM grade and above will have SL credited in advance during start of the year or during joining (as applicable on prorata basis).

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 



Employees may check the SL Credits / Balance in MyJD app under Leaves.



Un-availed SL cannot be carried forward to next year and will lapse.



SL balance can be viewed in MyJD app.

o Casual Leave (CL)   



Casual Leave is the leave given to Employees to meet the casual and personal emergencies.



Employees are entitled for 6 days CL in a year.



Joiners between 1-15th will have CL credited in the same month. Those



joined between 16-30th will have CL credit on or after 7th of following month. Existing employees will have CL credited during each month prorated



Technology Group and those employees at AM grade and above will have CL credited in advance during start of the year or during joining (as

  

applicable on pro-rata basis). 

Employees may check the CL Credits / Balance in MyJD app under Leaves.



Un-availed CL will not be carried forward in the next year and will lapse.



CL balance can be viewed in MyJD app.

o Compensatory Off. 

If an Employee works on a designated weekly off OR on a company declared holiday for 9 hours due to business requirements, he/she shall be

   

allowed for a day's off otherwise gets entitled for ‘Compensatory Off’. 

Compensatory off must be availed within the same calendar year from the month of entitlement (i.e., on or before 31st Dec).



Employees working on a week off at his/her own will to clear backlogs or productivity are not entitled for ‘compensatory off’

 

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Compensatory off cannot be encashed or accumulated OR combined with other type of leaves. Technology Group employees are exempted from compensatory off entitlement due to 180 hours work policy for a month.

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o Adoption Leave



This policy defines the guidelines under which the Employees who adopt a child / children may take a paid leave of absence to nurture the child and embrace him/her into their family.





Policy is applicable to Employees who are on rolls of the company for at least 3 months. This does not include trainees and contract staff. Eligibility: 

Male

: 5 Consecutive days



Female

: (Refer below grid)

Age of child

Adoption Leave

0 to 6 month

10 Consecutive Days

6 months and above



5 Consecutive Days

Applicable for a maximum of 2 instances of adoption.



o Bereavement Leave





The policy defines the guidelines under which Employees could avail ‘Bereavement Leaves’ in case of death of an immediate family member.



The Company provides a special leave of 3 working days to support and help the Employees in case of death of an immediate family member.



Family for the purpose of leave for bereavement is defined as:



 















 





Parents/Parents In-law 

Spouse



Children

Siblings (Own brother/sister of the Employee)





Bereavement Leave must be availed continuously without any break.



Bereavement Leave is event based and hence cannot be accumulated or encashed.

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o Sandwich Leave Policy: 



The policy defines the guidelines through which employees could avail ‘Sandwich Leave Benefit’ in case of Leaves availed without having leave balance.





The company provides a provision to all employees in MyJD app to apply a leave type called ‘Leave without Pay (LWP)’ when an employee is willing to avail a leave backed with valid reason whenever his/her leave balance (PL/SL/CL) in account is Zero.





Employees when avail LWP does not qualify for payments of salary for the designated week-off days during the availing period.

Maternity Leave 

All women Employees who have worked for a minimum 80 days during 12 Months period with the organization and are not covered by the ESI scheme are eligible for Maternity Leave (ML) of 26 weeks as per the provisions of the



Maternity Benefit Act. 

Overall 26 weeks (182 days) of ML eligibility is categorized into two parts – 8 Weeks Pre Delivery & 18 Weeks Post Delivery. i.e., one can avail 56 Days

    

before expected date of delivery and 126 Days Post Delivery. 

For the purpose of Maternity, a week is defined as calendar week.



During ML, the employee will be paid according to her monthly CTC (applicable only for employees who are not covered by ESIC).



After exhaustion of ML, an Employee can suffix PL/SL/CL to this leave type. This is discretionary and subject to approval from their “Reporting Manager”.



In case of No Leave balance, the leaves taken will be observed as LOP (Loss of Pay)



Illness raised out of pregnancy, delivery, premature birth of child or miscarriage shall be provided 1 month of max period paid leave on



submission of medical proofs categorically mentioned by doctor. 

In case of miscarriage max 6 weeks of paid leave from the date of miscarriage is permissible on submission of medical documents as proof.

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 



All such ML Leaves shall be applied via My JD app.



ESI Covered female employees should have minimum 9 months of ESIC contributions made during her association to avail ML benefit from ESIC.



Salary to ML employees who are covered under ESIC will be paid by ESIC.

Paternity Leave   

The policy defines the guidelines under which the male Employees can take a leave of absence to attend the birth of a new born child.



Employees who are on rolls of the company for at least 3 months are eligible for Paternity Leave and it does not include trainees / contract staff.



All concerned Employees would be eligible to avail 3 days of paid leave (continuous working days) ‘immediately / prior to / after’ the date of delivery of the baby including the date of delivery. However, these leaves need to be

   

availed within 30 days of the child birth. 

These 3 days of leave shall be over and above the existing leaves.



If a week-off falls in between, the same will also be counted as a leave.



Employees can avail paternity leave on birth of the first two children only.



There would be no provision for encashment or carry forward of the paternity leave in any leave year.

Note: All such leave applications are mandate to submit using MyJD app, except this channel, no leave application will be entertained and considers to be void.

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Salary & Benefits

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Salary (Fixed Pay) 

Salary mentioned in the Offer letter is the Fixed Pay, also known as the ‘Cost to Company (CTC)’

  



Salary is strictly confidential and is between an individual and the company.



Net Salary = CTC – Tax (Where applicable) – ESIC (Where applicable) – PF (Where applicable) – Any other authorized recoveries / deductions.

 

Medical reimbursements, food coupons, mobile reimbursements, iPad reimbursements or any other reimbursements which are applicable to those who either opt for them or are otherwise eligible – are all included as part of

  

CTC. 

Salary would be credited to your Axis Bank account by the 7th of every month.

Incentives Or Variable Pay  In addition to Salary, Employees may be eligible for Incentive Payments either in the form of sales based incentives or performance based variable pay or bonus. This would be given to the employee in writing & can be modified by the company based on business requirements.   Incentives or Variable Pay are purely discretionary & under the sole discretion of the management. Also, employees will not be eligible for the same under 

the following circumstances at the time of payout:

 

o If the employee has resigned from services & serving notice period as per exit policy. o

If the employee is inactive with JD

o If the employee is on performance improvement plan o If the employee is under any disciplinary charge.

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ESI 

Employee State Insurance is used for the medical benefit of the employee whose monthly Gross is ≤21k. Here, the Employee contributes 1.75% of his/her gross salary and the Employer contributes 4.75% of his/her gross salary as ESI contribution.





Employees who are registered under this scheme are entitled to medical treatment for themselves and their dependent family members.





ESI provides full medical care in the form of medical attendance, treatment and hospitalization to an Insured person and his/her family members at their designated Local ESI dispensary or at ESI hospitals. The medical services rendered by ESI will be free of cost.

Provident Fund Employees Provident Fund (EPF) is a retirement benefit scheme that's available to all salaried Employees. This fund is maintained and overseen by the Employees Provident Fund Organisation of India (EPFO). 

EPF is mandatory for all those, whose Basic salary is ≤Rs.15000.



You and the company both contribute 12% of your Basic Salary. The entire

 12% of your contribution goes into your EPF account along with 3.67% (out of 12%) from the company, while the balance 8.33% from the company is diverted to your EPS (Employee’s Pension Scheme). 



Monthly contribution to EPS by the employer is restricted to 8.33% of Rs.15000 which is Rs.1250 for those salaried Employees whose basic salary is upto Rs.15000.





Your PF balance from the previous organisation’s can be transferred to the current PF account on the basis of PF transfer application.

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

Your existing UAN details are required to be furnished during your joining. So that, if you have more than one PF account, they all can be linked.





UAN is a platform, where all your PF accounts are linked and will serve as a medium to access, monitor or withdraw.

Gratuity 

Gratuity is a voluntary payment made by the Company to the Employees in recognition of continuous, meritorious services and sincere efforts by the Employees towards the organization.





The benefit is payable to an Employee on cessation of employment (either by resignation, death, retirement or termination, etc.,) by taking the last drawn salary as the basis for the calculation.





The company has a Group Gratuity Policy (with the LIC of India) for providing gratuity benefits. The gratuity amount will be equivalent to fifteen days of Basic Salary based on 26 days per month for each completed year of service provided an employee is in service with the organization for a minimum period of 5 years.

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Medical Insurance Just Dial provides a Group Mediclaim policy to Employees and dependent family members against expenses incurred on hospitalization. This insurance scheme is aimed at providing adequate insurance coverage for Employees to cover expenses related to hospitalization due to illness, disease, injury, and pregnancy in case of female Employees or spouse of male Employees. 

All Employees and their dependent family members are eligible under this policy. Dependent family members include Spouse and two children (upto 25 years of age).





Following are the details of Insurer Partner, TPA, Broker and coverage details. o Insurance Partner: The New India Assurance Co Limited. o TPA: Health India Assurance TPA Pvt. Ltd. o Insurance Broker: EMEDLIFE Insurance Broking Services Ltd., o TPA Website: https://www.healthindiatpa.com

Medical Insurance Coverage - 2019 Category

Single

Married

Junior Mgmt. (including Staff) (Executive / Sr. Executive/ AM / DM)

70,000

75,000

FIELD executives (irrespective of marital status) Staff till G9 grade.

75,000

Middle Mgmt. (Mgr. / Sr. Mgr. / AGM)

2,00,000

Senior Mgmt. (GM/AVP/VP/SVP)

4,00,000

Directors

5,00,000

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Visit Health India Insurance TPA Website https://www.healthindiatpa.com for following: Download: 

E-Cards



Network Hospitals



Claim forms (https:// www.healthindiatpa.com)



Claim Status

Download TPA Mobile App: Visit Google Play Store - https://www.healthindiatpa.com/Static/MobileHome.aspx Visit App Store - https://itunes.apple.com/us/app/health-india/id1080704875?ls=1&mt=8  

 

For Login to TPA App: (Steps to follow)



1.

Click

2.

Click

3.

Click

4.

Enter Group Code

5.

Enter

6.

Click

   

Login Corporate Employee Group Code



JUSTDL (JUST DIAL LIMITED)

Employee Code Proceed



Password JUSTDL TPA Contact for Hospitalization and first point Claims Support: 7.

Level

Name of SPOC

Contact No

Mail Id

Level 1

Customer Care (Toll Free) (24X 7)

1800 22 01 02

[email protected]

Level 2

Praveen Pawar

022 66867578

[email protected]

Level 3

Reshma Pawar

7777011420

[email protected]

Contact for Claims& Reimbursement Settlement Support: For Claims & Reimbursement Whom to Contact Emedlife Broker

Contact Person Atul Yadav

Contact No. 8451059901

Email ID [email protected]

Emedlife Broker

Chintan Gosar

8451059891

[email protected]

Emedlife Broker

Kalpesh Patil

8451059919

[email protected]

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Important Guidelines with regard to Medical Insurance: 

Family Floater (1 + 3) Employee + Spouse + 2 Dependent Children (Age Upto 25 Years)

  



Pre-Existing diseases covered



Domiciliary Hospitalizations not covered



Day one coverage for New Born baby from the date of birth within family floater Sum Insured.





Maternity Benefit: 45 K for Normal Delivery &70 K for C-Section for All Sum Insured Category. Covered only for first 2 living children.

 



Maternity 9 month waiting period is applicable for New Joiner.



Medical expenses 30 days prior and Upto 60 days post hospitalization are payable under this insurance policy.





Ambulance Charges Maximum amount Rs.2000 /- & Rs.8000/- for Cardiac Ambulance for per event.





Mid–term inclusion only for new married spouse from date of Marriage and new born child from Date of Birth, same should be declared for addition within 15 days.

 



Co Payment of 15% applicable for all claims.



Co Payment of 15% applicable Upto Sum Insured Following calculation for example to illustrate the co-pay calculation.

Particular Claim Amount Admissible amount (Standard Non-medical deducted) Sum Insured Than 15% Co Pay will be applicable on Rs.60,000 Admissible amount after co-pay deduction (60,000 - 9,000) Final Payable amount   

   

Example 1 70,000 60,000 200,000 9,000

Particular claim Amount

Example 2 400,000

Admissible amount (Standard Non-medical deducted) Sum Insured Than 15% Co Pay will be applicable on Rs.3,50,000

350,000 200,000 52,500

51,000

admissible amount after co-pay deduction (3,50,000 - 52,500)

297,500

51,000

Final Payable amount

200,000

Expenses incurred / Claims for Investigation/observation (OPD) is not payable Dental, Cosmetic Treatment not covered.





 Claim Intimation should be made within 24hrs of Admission – In case of Cashless. 

Claims to be submitted within 20 days from Discharge – In case of Non-Cashless.

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Health India Insurance SPOC FOR EACH BRANCH

Helpdesk Executives - SPOCs of Health India TPA Sr. # 1

TPA Location

JD Location

Jaipur

Jaipur

2

Bangalore

3

Gurgaon / Noida Madurai

Bangalore Gurgaon / Noida Coimbatore

Name of Executive Ravi Bhardwaj Navakumar Harsh

Mail id

Mobile #

[email protected]

7742532303

[email protected]

9632112140

[email protected]

9818960231 / 7982125898

Mr.Badri Narayanan

4

Madurai

Coimbatore

Mr.Arunkumar

[email protected]

9894675537

5

COCHIN

COCHIN

SHYAM SIVADAS

[email protected]

9567195868

6

Chennai

Chennai

7

Pune

8

Ahmedabad

Ahmedabad

Mr. Sanjay Rawat

9

Gurgaon

Chandigarh

Devender Kaushik

10

Hyderabad

Hyderabad

Sujitkumar

11

Kolkatta

Kolkatta

Mr Murari Mishra

[email protected]

7003446700

12

Mumbai

Malad ( Mumbai)

Navin Mer

[email protected] m

777703269

Pune

Sathish l

[email protected]

7395938895

Mr. Mayur Gaware

[email protected] / [email protected]

09503135233

Corporateahmedabad@healthind iatpa.com [email protected] om [email protected] m

9879251167 8168082220

9505152877

Cashless Medical Aid Process: •

Please keep handy the list of network hospitals near your residential places or else it is available on Health India TPA’s website http://www.healthindiatpa.com/

•

Please carry the physical card or e card issued by Health India TPA Services Pvt. Ltd. You can download E cards from TPA’s.

•

Website http://www.healthindiatpa.com/. Check if the details on physical cards/e cards (i.e. name, age, DOB, relationship) are correct. In case any correction is required please bring it to the notice of your HR.

•

Please carry Photo ID card, Patient ID Proof for the purpose of identification during hospitalization.

•

For planned cashless hospitalization: Please ensure that Pre-Authorization (PreAuthorization) form is sent via email or fax from respective network hospital TPA desk before 48 hours of admission to Health India TPA.

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•

The Pre-Authorization form needs to be filled in by the treating Doctor with his signature & stamped by the Hospital.

•

It is mandatory to check and sign the final hospital bills at the time of discharge from the hospital.

•

For emergency cashless hospitalization: Insured should get admitted and start the treatment. Pre-Authorization to be followed within

•

24 hours of admission Mandatory except day care surgery like cataract, chemotherapy, dialysis.

•

Please opt for a room of your eligibility. In case you are opting for a higher room than your eligibility it will result in the proportional incremental charges on the main hospital bill and this will be borne by the employee.

•

At the time of discharge in case of non-payable items and if the bill amount exceeds the limit of indemnity, insured/member will have to pay the remaining amount.

•

In case of pharmacy/consultant/investigation bills etc. paid by the employee during hospitalization insist for proper numbered receipt and duly stamped as paid by the hospital for reimbursement. Cashless Claim Process Flow:

Claim Process- Cashless Cashless Hospitalization Emergency Admission

Planned Admission

Get Admit as per Hospital Norm & Contact TPA desk of Hospital for cashless

Hospital applies for pre-authorization to the TPA within 24 hrs of admission

Query (s) by TPA A Query letter sent by TPA through Fax/ E-mail to Hospital

Hospital replies to query raised by TPA through Email/Fax

Approach TPA desk of Hospital 48 hours prior to admission for cashless TPA verifies policy coverage & details and responds to hospital by Fax/Email

Approval given by TPA Initial Approval letter sent to hospital by TPA by fax/ Email 4 hours prior to Discharge approach TPA Desk of hospital to complete formalities for full and final approval from TPA

Hospital applies for pre-authorization to the TPA prior to admission

Denied Cashless by TPA Denial letter sent by TPA through Fax/ E-mail to Hospital

Patient pays the bill and submit papers for reimbursement process

HealthIndia Insurance TPA Services Pvt. Ltd.

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Non - Cashless Medical Aid Process: •

Employees need to ensure that the treatment is done in a Registered Hospital /nursing home to get coverage under the policy in case of admission in NonNetwork Hospital.

•

Please fill the claim form and submit the same along with all the mandatory original claim documents. Claim documents need to be submitted within 30 days from Date of Discharge.

•

Please keep a photo copy of all the submitted documents for your records before submitting the originals.

Note: - Health India executive will collect the reimbursement & pre- post document from respective Just dial location. •

Pre hospitalization expenses should be submitted within 30 days of discharge.

•

Consultation bills - should be supported with consultation note / papers of the doctor.

•

Investigation / Pathological / Radiological test bills - should be supported along with Reports & advice for the same.

• •

Chemist bills - should be supported with respective prescriptions. Post hospitalization expenses should be submitted within 7 days from completion of 60 days of post hospitalization period.

Note: Copy of Discharge Card of the Hospitalization should be attached with prepost claims. Non - Cashless Medical Aid Process Flow:

Claim Process- Reimbursement Non Network Hospital Admission Emergency Admission

Planned Admission

Get Admitted in the Hospital/ Nursing home as per their Norms Intimate the claim to TPA Submit all relevant & mandatory Claim Documents to TPA at the earliest TPA verifies/scrutiny the documents & claim submitted as per the policy coverage & conditions

Deficiency / Queries A Query letter sent by TPA mentioning requirement Few Reminders at fixed intervals sent by TPA Reply/ Documents Received

Approved

Rejected/ Denial

TPA/ Insurer arrange for claim Cheque sent to corporate NEFT

Repudiation letter mentioning the reason for rejection will be sent to corporate

Feedback Call to the customer within 48 hours Reply Not Received

Claim Closed without payment

HealthIndia Insurance TPA Services Pvt. Ltd.

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Personal Accident Insurance This scheme is to provide adequate insurance coverage for Hospitalization expenses arising out of injuries sustained in an accident. It is applicable to all the Employees of Just Dial and covers total / partial disablement / death due to accident.

Personal Accidental Coverage – 2019 Basis Salary Slabs

Coverage Amount

(CTC per Month)



7.5 to 10 lac

3,00,00,000

5 to 7.5 lac

1,00,00,000

2.5 to 5 lac

75,00,000

1.25 to 2.5 lac

50,00,000

1 to 1.25 lakhs

25,00,000

For Field Executive (irrespective of CTC)

10,00,000

Upto to 1 lakh

7,50,000

Contacts for GPA Claim support:



Vendor Name

Contact Person

Mobile No

Email ID

Emedlife Broker

Atul Yadav

8451059901

[email protected]

Emedlife Broker

Chintan Gosar

8451059891

[email protected]

Emedlife Broker

Kalpesh Patil

8451059919

[email protected]

Key Guidelines with regard to Accidental / Death claims:

 



Claim to be submitted within 7 working days from date of Accident / Incident to the E-Medlife / HR Team.



Loss of wages claim must be submitted within 15 days of recovery from illness.



Claims in case of death must be submitted by HR to Insurance Company within 15 days from the event.

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Salary Advances This scheme is designed to assist the Employees in meeting their financial needs. It is applicable only to Employees who have completed a minimum period of 6 months on roles of the company.   



Employee will get only one-month salary as advance.



The Employee must have sufficient number of attendance (at least 60%) during the month for the eligibility.



The advance amount would be deducted within maximum period of three months.



No request for advance shall be entertained before settling his/her previous advances. The new advance shall be allowed only after the repayment of old

   

advance. 

No installment of Salary shall be allowed to be skipped. The Employees will be entitled for Salary advance only twice in a financial year.



All salary advances should be approved by the concerned HOD.



The advance deductions shall commence from his/her upcoming salary.



After receiving the application form, Accounts department will take a further approval from Manager-Finance & Accounts /General Manager – Finance &

  

Accounts, to release salary advance to the Employee. 

Accounts Department should ensure the advance requisition form is properly filled.



Any exception to the above shall be allowed only if he/she has taken further approvals from the CPO / CFO.



Employees can also take advance against incentives irrespective of the above cases. Any exception to the above shall require further approval of CPO / CFO.

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Key

HR Policies

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Emails & Internet Policy 

Ensure that emails are read, acknowledged and replied promptly within 24-48 hours depending on the priority of subject.

  



Ensure that no personal e-mails are sent / received to your office mail ID.



Usage of internet facilities for personal work (such as checking personal emails, chatting, browsing social network etc.,) is not acceptable during work hours.

 

Accessing / viewing / downloading / transmitting / creating or attempting to access obscene, adult oriented-material, messages, sites etc., is strictly prohibited.

 

Usage of Just Dial Logo / the company name in any external forums, social media, chat groups, bulletin board or internet blogs etc., is not allowed unless prior approval is taken from the Communications team.

Phone Usage Policy  



Employees should not use company's phone to make personal calls.



Employees should refrain from using their mobile phones for making personal calls during office hours.

Data Protection Policy Protecting the integrity and accuracy of our company database is absolutely vital to our Business and therefore all our Employees who are responsible for entering and editing the data are requested to take utmost care in ensuring that no errors are committed – either accidentally or deliberately – while handling the Data.

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A series of measures have been put in place to ensure Data Integrity: o Communication 

Relevant messages will be flashed periodically on the computer screens informing the Employees about the importance of Data Integrity and the proposed action by the Management in dealing with Employees who



indulge in malpractices. 

A letter of communication (Appendix 1.0) is issued to all Employees who are covered by these measures and a duplicate copy of this letter duly signed and accepted by our Employees will be kept on their personal files.

o Penal Provisions     

Those who exhibit unethical behavior and indulge in malpractices will be severely dealt with by the Management.



First instance of tampering of data will attract a penalty of Rs.1000 which will be deducted from the salary of the relevant Employee.



Second instance of tampering of data will attract a penalty of Rs.2000 which will be deducted from the salary of the relevant Employee.



Third instance of such unethical behavior will result in the termination of services.



The relevant Team Leader/Group Leader/Manager of the defaulter will also be penalized with a deduction of Rs.500 from his/her salary for each instance.

o Other Important Points 

Geocode is a MUST for every Paid Listing without which no sales incentives will be released to the relevant Employee responsible for that



Paid Listing. 

The Performance Appraisal exercise will regularly monitor the actions of the Employees and will take note of those who were penalized for tampering with the Data deliberately.

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Buddy Referral Policy





Employees who would like to refer their friends/Relatives/Acquaintances for the job opportunities that are communicated within the organization is termed as buddy referral.



Employees who are willing to refer their friends/Relatives/Acquaintances must fill the buddy referral form in My JD app that is installed in his/her smart phone.



Path to access Buddy Referral form is Open MyJD app Miscellaneous icon

  







Click Buddy Referral icon





Click

Click Refer your

Buddy icon Fill the Details & For which position being referred. Employees shall provide details of Referred Candidate such as his/her Name, Mobile Number, Position Referred for & personal e-mail ID in the form.



Similarly, a candidate who is a friend / relative or acquaintance of any Just dial employee has to mention that respective employee’s name/ID in the



candidate application form during interview process. 

The candidate who provides the details of the referrer (the just dial employee) shall be in sync with the details feed by the referrer about the



candidate in the Buddy Referral Module of my JD. 

On selection of referred candidate, the referrer (the JD employee) gets a confirmation on his/her referred candidate being selected and becomes

  

eligible for Referral Bonus. 

On completion of 3 months OR 6 months’ tenure of REFERRED Candidate with the company, the REFERRER gets the Referral Bonus by end of 4th / 7th Month as per the BR Scheme active for the branch at the time of Payouts.



At the time of payouts, both referrer and the referred candidate’s employment status shall be active, but not resigned nor absconded to become eligible for payments.

(POSH) Prevention of Sexual Harassment:  

Just Dial is committed in providing safe, supportive and positive work environment and prohibits any form of sexual harassment.



To deal with sexual harassment at work place and to maintain the rights and dignity of our Employees, Just Dial commits to the following:

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         

All Employees and individuals who are employees, vendors, suppliers, agencies, clients, customers, visitors and those who have direct or indirect  association with the company are covered under the scope of POSH. Consider the occurrence of sexual harassment as gross misconduct and unlawful. Deal with all complaints of sexual harassment with discretion  and sensitivity as promptly as possible and with confidentiality. Ensure that Employees are not disadvantaged in any way when resolving  complaints of sexual harassment.

The POSH policy elaborates on the following aspects of behavior which are prohibited at work place:





 

















 





Unwelcome sexual advances Unwanted touching or physical contact Demand or request for sexual favors Sexually cultured remarks











Pornography

Harassing conduct directed towards individual or group



Requesting sexual favors to influence employment or growth.



The POSH Policy is explained in great detail in Annexure 2.0

 Complainants can approach the Human Resources Head or Complaints Committee or file a complaint using email id [email protected] or use the compliant form enclosed (Refer Annexure 2.0). You can also download the Complaint Form here (Click to download) 

The complaints committee at each location consists of a Presiding Officer, Senior Member, HR representative and an Independent or external body who is an expert in handling sexual harassment cases.

 Complaints received on this subject to the complaints committee / to HR member / to [email protected] will be dealt with utmost confidentiality and the necessary investigations will be conducted by the committee to determine appropriate actions to be taken.

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Prevention of Alcohol and Drug Abuse 

Employees shall not use, possess, or be under the influence of “Controlled Substance” while on company premises or while on company duty anytime

 

during their course of employment with the company. 

A “Controlled Substance” includes alcohol, illegal drugs, inhalants, prescribed drug or over-the counter drug used in an inappropriate manner.



“Company Premises” include our office buildings, grounds, parking lots, company provided vehicles (if any) and any extended work places or business



gatherings. 

If you have consumed alcohol or under the influence of any controlled substance either in private or in an office sponsored party / meeting outside company premises, in either of these scenarios you should not attend office



after the event. 

Any Employee who is found under the influence of alcohol during working hours will be asked to undergo medical examination or drug tests as recommended by the doctors at the company recommended medical care /



hospital. 

Those who are alleged or proven guilty will be directed to respective location HR heads for disciplinary action basis drug test results.

Whistle Blower Policy The Whistle Blower policy (WBP) is designed to enable us to be aware of possible malpractices, policy infringements, unfair treatment to our Employees at work, breach of honesty & Integrity and to take appropriate steps to deal with it immediately. Just Dial encourages Employees to write their genuine concerns at work about any unlawful activity, unfair treatment, threat or any complaints regarding work culture which is not in line with Just Dial values. Complaints can be registered using below forum:



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Option 1: Raise your complaint with your respective line manager and  location HR Head either verbally or in writing.

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Option 2: If you feel for whatever reason you are unable to raise any workplace related issue with your line manager / to your location HR, please drop a mail to: [email protected]. Please note - only Just Dial CEO has access to this mail box who will respond to your concerns appropriately. Background Check Policy: This policy guides the organization to carry out initial ‘Background Verification (BGV)’for all new hires who joins the company to ensure his/her conduct is verified for the wellbeing of the company. There are two types of verification:









Internal BGV Checks 

External BGV Checks

Internal BGV: Internal Background Verification Checks are conducted by the HR Personnel (from respective branches) at the time of onboarding / joining of new entrants. These checks are conducted for candidates who join at the grade of G12 & G11 in all departments except IT & Technology. Checks once conducted are documented via ‘internal BGV checklist’, same is filed into employee’s personal file. Verification of documents check that are performed by HR personnel are as follows: 1.1 Previous Employment Documents: a. Previous Organization Relieving Letter / Experience Letter. b. Previous Organization Payslip’s (last 3 months from his relieving date) c. Last Salary Revision Letter. d. Bank Statement associated with Previous Organization e. 3 references from previous employers (1 can be personal reference, but not direct relative) a. Matriculation or 10th Standard Certificate b. Higher Secondary Certificate c. 3 years Degree Marksheet / Each Semester Mark Sheets d. Graduation / Convocation Certificate. e. PG Degree Certificate + Marksheet (wherever applicable) 1.3 Address & Identity verification: a. Aadhar Card b. Pan Card c. Gas Bill / Telephone Bill / Electricity Bill for Address match with Aadhar. For Fresher’s For Experienced

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– Education Qualification + Address & Identity Checks. – Previous 2 employment + Education + Address & Identity Check + 2 Official References from previous organization.

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External BGV: The background verification is conducted by third party agency on following parameters: a. Last 2 Employment Verification b. Police Verification and

Along with, the HR personnel also performs Internal Checks by verifying the educational documents, address and identity related checks. BGV with third party agency is initiated by HR personnel only for candidate who joins at G10 & above grades into all departments. Also, for those who join at G12 & G11 grades specifically to Technology & IT department. 

The Company reserves the right to seek Background verification and Reference Checks for any person or any position that is deemed critical or



appropriate. 

The objective of the reference check and background verification process is to check the validity of information provided by candidates on the following:





  



   

Employment details: Organizations worked for in the past, duration  of employment, designation and salary (except present employer) Education: All the education credentials are checked with university and education boards. Address: Permanent address verification.



Criminal Records / Police Verification: This is to ensure there is no any criminal records  or legal case filed against the individual in his/her local police station.

BGV agency once conducted the checks will share a BGV report to HR department with the individual’s BGV status as either “Green / Amber / Red”.



Those who fall under RED category will be considered as BGV failure and will be separated from the organization.  

Any employee who is a BGV failure will not be eligible for “Rehire” into Just Dial Limited at any point of his career.

  

Final BGV report from the agency stands authentic and lawfully guides the company to either proceed with further employment or discontinuation.

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Medical Certificate Policy for Field Executives 

All Employees joining Just Dial as Field Executives must submit a Medical Fitness Certificate from a Registered Medical Practitioner at the time of joining.

 

This is to ensure that candidates hired for field jobs are physically and medically fit in order to effectively handle their responsibilities and to manage the pressure of a field job.

Rehire Policy This policy provides a framework for rehiring former Employees who have contributed significantly during their previous employment with Just Dial and can be a valuable resource. Former Employees may be rehired subject to the following guidelines:

   

All requests for rehire can only be accommodated if there are open positions in the organization.

Candidates would be considered for a maximum of up to only 2 rehire opportunities based on very good performance and clear record at the time of exit.

The following table explains the basis for fitment of Rehires: Time Span with Just Dial

Guidelines

Less than 3 months 3 months to 12 months

Cannot be rehired. To be rehired only at the same role and Compensation.

Greater than 12 months Align to appropriate role/level within the organization. Pay should be based on experience and the market comparators. Rehire of an ex-employee is not possible in the following cases:





Termination of previous employment is due to gross indiscipline / serious misconduct / financial fraud.



Absconding from the job without serving the required notice period or completing all exit clearances or exit formalities.

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Exit Formalities

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This Exit Policy is applicable to all colleagues of this organization (Pan-India). 

Employee’s willing to separate from the organization needs to raise their separation using MyJD app installed in their smartphones. Any other mode of resignation is not accepted and considered to be Invalid.

 

MyJD app is an employee app which mandates employee to use and transact using the app, employees who did not install the app has to download from Play store and then can access “Exit Management” tab to raise resignations.

 

Separating employees has to ensure all mandate fields are filled in MyJD app while initiation of their separation. During separation Initiation, our MyJD app would suggest LWD as per individual’s applicable Notice Period to adhere.

 

Employees who are willing to separate early than their actual LWD with short fall / without serving full Notice Period, has to compensate their Salary towards the remaining / pending Notice days as in the Notice Period Policy guidelines.

 

In case of Insufficient Salary Amount to adjust against the pending notice of separating employee, he/she is liable to transfer the remaining / pending notice salary amounts to the company’s bank account.

 

Employees who are separated but not served the mandate notice period, their pending salary or dues payable by the company (if any), will be adjusted towards the employee’s pending Notice Period. In case of amounts in excess after adjustments, will be kept on hold due to unclear exit.

 

Employees who is NOT completing exit formalities as listed below will be treated as abscondees: o Submission of Resignation through “Exit Management in myJD” o Paid all dues to the company o Served the complete notice period. Resignations outside myJD app will not be taken into account and will be observed as abscond without any intimation.

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The Notice Period Policy applicable to various categories of Employees as follows: Level Junior Management Middle Management

Senior Management

    

Notice Period During Probation After Confirmation

Grade Executive* Senior Executive Assistant Manager Deputy Manager Manager Senior Manager Assistant GM General Manager Assistant VP Vice President Senior Vice President Leadership

15 Days

30 Days

30 Days

60 Days

30 Days

90 days

Notice Period given above would vary from employee to employee under company’s discretion depending on his/her role criticality for business operations  time to time. HR Policies are dynamic and subject to change from time to time based on organizational and business needs. Hence, the above Notice Period policy automatically becomes applicable to all the existing Employees in  the organization and it will supersede all previous communication on this regard. In case of any employee separate from the organization without serving mandate notice period, any dues payable by the company to  him / her will be compensated against the Notice Pay governed by below terms. NOTICE PAYABLE Terms for "Notice Not Served Cases"

During Probation Applicable Dept. Applicable Grade Notice Period Notice Pay a.) Sales (CIC,BDE,TME only) & G12 & G11 15 Days 15 Days of Gross Salary b.) Voice Ops a.) Sales Support (Training /Quality) G12 & G11 15 Days 15 Days of CTC b.) All other dept.'s except Sales & Voice Ops. All Dept.'s

Salary Components Basic HRA Departmental Allowance Desk Allowance Personal Allowaance PF&ESIC

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G10 till G1

30 Days

Gross salary (Components to Pay) Yes Yes Yes Yes Yes No

30 Days of CTC

Applicability G12&G11 (Sales and Voice Ops only)

Post Confirmation Notice Period Notice Pay 30 Days

30 Days of Gross Salary

30 Days

30 Days of CTC

30/60/90 Days *as per individual's grade

30/60/90 Days of CTC *as per individual's grade

CTC (Components to Pay) Yes Yes Yes Yes Yes Yes

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    

 

 

   

     

   

Exit deals with Resignations (both Voluntary and Involuntary) Abscondment, Terminations and Retirements. Employees must submit their resignation on “MyJD app” which will go to individual’s Reporting Manager for Approval. Employees who submits their resignation using any other mode apart from exit management of my JD app will be considered as invalid and will treated as equivalent to abscond. Employees shall selects his/her requested Last Working Day in MyJD app while submitting his/her resignation while adhering to mandate notice period as applicable to his/her grade. Employee will receive a formal Resignation Acceptance Letter via E-mail (for IRO’s personal E-mail ID, for rest to their official mail ID) stating the last working day (LWD) according to his/her notice period. All resigning Employees must abide by the Notice Period Policy, as applicable. Where an Employee wish to leave early or fails to serve the required notice period, an amount equivalent to the unserved notice period will be recovered from the full and final settlement. However, LWD once decided will not be extended even if someone takes leave for any reason during the notice period. No leave/s can be adjusted against Notice Period to be served. Where an Employee fails to report for work and absents himself / herself during the notice period for any reason, then such absence will be considered as LOP (Loss of Pay) and will not be adjusted against any leave balance due to him/her. The exiting Employee gets informed about his / her Clearance Status with departments like IT / HR / Accounts in MyJD app as a part of Exit Clearances. Exit feedback are received via MyJD app. Employees must submit their comments or feedbacks using Exit Module in MyJD app.

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Useful Info

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Important Websites



– http://www.justdial.com/

Justdial.com JD Galaxy Portal

E-Care Query– http://accounts.justdial.com/ecarequery/query



       

– http://jdgalaxy.justdial.com

– http://helpdesk.justdial.com

IT Helpdesk Kit & Kaboodle– Admin Portal–

http://172.29.8.249/jd_newsletter/

http://admin.justdial.com/

Branch Office Details: Location

Address

Telephone

Fax Number

+91-22-2888 4060 / 39808795

+91-22-2882 3789

+91-80-2353 1131 / 3980 4092

+91-80-2234 1444

+91-80-2353 1131

+91-80-2234 1444

+91-44-4210 0000

+91-44-4231 3131

Just Dial Limited, Mumbai (Registered & Corporate Office)

Bangalore (Cunningham Road)

Bangalore (Manyata Tech Park)

Chennai

Palm Court Bldg M, 501/B, 5th Floor, New Link Road, Beside Goregaon Sports Complex, Malad , (W), Mumbai - 400064. Just Dial Limited, #29, SRT Street, Cunningham Road, Bangalore - 560052. Just Dial Limited, 4th Floor, Magnolia Building, Manyata Embassy Business Park, Outer Ring Road, Nagawara, Near JAI Hanuman Petrol Bunk, Opposite To B.E.L Corporate Office, Bangalore - 560045 Just Dial Limited, B Wing, 3rd Floor, Temple Steps, 184-187 Anna Salai, Little Mount, Saidapet, Chennai - 600015.

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Location

Noida

Hyderabad

Kolkata

Pune

Ahmedabad

Chandigarh

Coimbatore

Jaipur

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Address Just Dial Limited, A, 39/40, Sector 16, Behind McDonalds, Noida - 201301. Just Dial Limited, No: 7-1-23 First Floor, Roxana Building (Above Meena Bazar), Greenlands, Begumpet, Hyderabad - 500016. Just Dial Limited, No: 703, Godrej Waterside Tower One Sector V, Salt Lake City, Kolkata - 700091. Just Dial Limited, S.No.67/1, 67/2A, 66A/1A & 66A/1B, Clover Lingfield Plaza, 1st Floor Above Reliance Fresh, Off Wanawarie Salunke Vihar Road, Pune411040. Just Dial Tower Shaiv Complex 19 Inquilab Society, Ambawadi, Opposite Sears Tower Gulbai Tekra, Ahmedabad – 380006 Just Dial Limited, SCO-:60-61, 4th floor Sec-34/A, Chandigarh160022. Just Dial Limited, # 25, AGT Business Park, 3rd Floor, Avinashi Road, Coimbatore - 641014. Just Dial Limited, 4th Floor, SB 57, Ridhi Tower, Tonk Road,Opp SMS Stadium, Jaipur302017.

Telephone

Fax Number

+91-120-391 0301 / 665 8540

+91-120-248 8245

+91-40-3982 3333

+91-40-2374 8486

+91-33-4406 5599, +91-33-3982 6767

+91-33-2485 8934

+91-20-3041 0930

+91-20-2685 6221

+91-79-3982 1415

+91-79-2657 5292

+91-172-3950100

Nil

+91-0422 2628811

Nil

+91-141-392 3205 / 392 3206

Nil

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Location

Name

Email Id

Board No. & Extension

Ahmedabad

Shruti agnihotri

[email protected]

079-39821415 (2045 / 2071)

Bangalore

080-23531131

Aishwarya

[email protected]

Ritika Sinha

[email protected]

080-23531131(5204)

Chandigarh

Tanu Sharma

[email protected]

0172-3950100(304)

Chennai

Anand V

[email protected]

(Cunningham) Bangalore (Manyata)

(2050 / 2078)

+91-44-4210 0000 ( 2092 / 2091)

[email protected] /

+91-0422 2628811 (2143 /

[email protected]

2150)

Coimbatore

Arun Kumar / Aarabhi T G

Hyderabad

Kruthika Gupta / Sparsha

Jaipur

Palash

[email protected]

0141-3923205 (2112)

Kolkata

Mahua Auddy

[email protected]

033-3982 6767 (2016)

Shweta More /

[email protected] /

022 – 2884060

Sachin Gawde

[email protected]

(4156 / 2050)

[email protected] /

0120-6658540

[email protected]

( 2213 / 2716)

[email protected] /

020 - 30410930

[email protected]

(4013 / 2216)

Mumbai

Noida

Leena / Alpika

Pune

Sampada / Sneha Shinde

[email protected] / [email protected]

040-66306888 (2447 / 2216)

Location Ahmedabad Bangalore (Cunningham) Bangalore (Manyata) Chandigarh

Location HR E-Mail ID's [email protected] [email protected] [email protected]

Chennai

[email protected]

Coimbatore

[email protected]

Hyderabad Jaipur Kolkata

[email protected] [email protected] [email protected]

Mumbai

[email protected]

Noida

[email protected]

Pune

[email protected]

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Annexure

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APPENDIX 1.0 – LETTER OF COMMUNICATION (DATA PROTECTION)

Name Employee Code Department Location

Dear, Subject: Data Protection Policy Protecting the integrity and accuracy of our Database is absolutely vital to our Business and, therefore, all our Employees who are responsible for entering and editing the data are hereby requested to take utmost care in ensuring that no errors are committed – either accidentally or deliberately – while handling the Data. We have, in the past, come across unfortunate instances of a few irresponsible Employees deliberately corrupting the database by indulging in malpractices. Such tampering of Data can have disastrous consequences to our Business and is viewed very seriously by the Management. In order to ensure that we protect our Database and prevent any tampering of the Data, we have now put in place a series of new measures, all of which come into force with immediate effect. Communication o Relevant messages will be flashed periodically on the Computer screens informing the Employees of the importance of Data Integrity and the proposed action by the Management in dealing with Employees who indulge in malpractices. o This letter of communication is issued to all Employees who are covered by these new measures and a duplicate copy of this letter duly signed and accepted by the relevant Employees, will be kept on their personal files.

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Penal Provisions o Those who exhibit unethical behavior and indulge in malpractices will be severely dealt with by the Management. o First instance of tampering of data will attract a penalty of Rs.1000 which will be deducted from the salary of the relevant Employee. o Second instance of tampering of data will attract a penalty of Rs.2000 which will be deducted from the salary of the relevant Employee. o Third instance of such unethical behavior will result in termination of services. Your Service Certificate will also mention the reasons for your services being dispensed with. o The relevant Team Leader/Group Leader/Manager of the Defaulter will also be penalized with a deduction of Rs.500 from his/her salary for each instance. Other Important Points o Geocode is a MUST for every Paid Listing without which no sales incentives will be released to the relevant Employee responsible for that Paid Listing. o The Performance Appraisal exercise will, henceforth, regularly monitor the actions of the Employees and will take note of those who were penalized for tampering with the Data deliberately. o We expect all our Employees to abide by the Values of the organisation and always follow the Standard Operating Procedures while carrying out their duties and responsibilities. We sincerely hope that you will give due importance to Data Integrity and will do everything possible to ensure that our Database remains accurate at all times. o Please sign and return the duplicate copy of this letter as acknowledgment of having read and understood the contents of this very important letter. The duly signed duplicate copy of this letter will be kept in your personal file.

Name: Head, Human Resources, Location: Date: Place:

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APPENDIX 2.0 – SEXUAL HARASSMENT POLICY Policy against Sexual Harassment Introduction Sexual harassment is defined as - any unwelcome, sexually determined physical, verbal or non-verbal conduct exhibited at work place. Such act or behaviour is not tolerated by the Company and therefore, the Company has laid down procedures to handle all such sexual harassment complaints guided by this policy. The policy aims to provide a safe working environment and prohibits any form of sexual harassment. Hence, any act of sexual harassment or related retaliation against or by any Employee is unacceptable. This policy therefore, intends to prohibit such occurrences and also details procedures to follow when an Employee believes that a violation of the policy has occurred within the ambit of all applicable regulations regarding sexual harassment. All allegations of sexual harassment will be taken seriously by the company. Our Internal Complaints Committee has a full capacity to Receive, Address, Investigate, and Determine appropriate action without any bias. The Company will not disclose the identity of the complainant, the victim, the witnesses and the alleged harasser and will make its best efforts to treat all related information in strict confidence. Scope This policy is applicable to all the Employees of the organisation across job levels including new joiners, trainees and contractual Employees, if any. The policy also extends to those who are not Employees of the company but clients, customers, vendors, suppliers or visitors etc. but are subjected to sexual harassment at the premises (defined hereinafter) of the company.

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The policy helps, educates and guides us to refrain ourselves from not to indulge in or prohibit any type of discrimination which includes Religion, Caste, sex, gender identity, age, national origin, physical and mental ability or physical looks.

The policy and its guidelines are also applicable at extended work places as listed below: 

All offices or other premises where the company business is conducted.



All company related activities performed at any place, within or outside or away from the company premises.



Any social, cultural, business or other functions where the conduct or comments may have an adverse impact on the workplace or workplace relations.



Any external location visit by an Employee during his/her course of employment with the company such as team outings, business locations, business meetings, conferences, guest houses, client locations etc.,







Definitions of Sexual Harassment: “Sexual harassment” includes any one or more of the following unwelcome acts or behaviour (whether directly or by implication), namely:     

   

Physical Contact or Advances; A demand or request for sexual favours; Making sexually coloured remarks; Showing Pornography Any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.

“Unwelcome sexually determined behavior” includes but is not limited to:

   

Subjecting another person to an unwelcome act of physical intimacy including grabbing, brushing, touching, pinching and sexual flirtations, advances or  propositions.

Making any unwelcome remarks  with sexual connotations or sexually explicit remarks, cracking jokes etc.,

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      

 

 

Display of any sexually explicit material such as pictures / cartoons  / offensive written or electronic media including pornographic content etc.,

Engaging in any other unwelcome conduct of a sexual nature such as staring at other person, offensive verbal or nonverbal  gestures, displaying sexually explicit postures, stalking an individual etc.,

Sharing unwelcome communication of sexually implicit nature using - E-mail, Letter, Social media, Watsapp, Facebook, Messenger, MMS or usage of technology or resources in any form either written or electronic  communication which exhibits sexual conduct.

Making an unwelcome demand or request whether directly or by implication for sexual favors and/or making it a condition of employment / payment of wages / increments / promotions / preferential treatment / threat to detrimental treatment in employment / threat to current or future employment status or of  similar act.

Hostile work environment is such, where intimidating or harassing conduct is directed towards an individual or a group of individuals at workplace with regard to his/her roles and responsibilities, socially ostracizing, intimidating someone physically, psychologically and emotionally which has a direct  impact on that individual’s work performance.

The following circumstances, if occur or present in relation to or connected with any act or behaviour of sexual harassment as defined above may also amount to sexual harassment: o Implied or explicit promise of preferential treatment in employment; o Implied or explicit threat of detrimental treatment in employment; o Implied or explicit threat about present or future employment status; o Interference with work or creating an intimidating or offensive or hostile work environment;

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o Humiliating treatment likely to affect health or safety. o Implied or explicit behavior which offends individual sensibilities and affect the work performance. Complaints Committee o

Complaints shall be dealt with by the Internal Complaints Committee (“ICC”).

o

The details of ICC members for each location are given at the end of the policy document.

Complaints Mechanism

o The complainant may inform any ICC member and give a complaint ‘in writing’ using the prescribed format of the Complaint Form (given at the end of the policy document), please fill and send the same by email to [email protected]. You can also download the Complaint Form here (Click to download) o The complainant shall submit the requisite supporting documents, names and addresses of the witnesses with regard to the complaint. o Where the complaint has not been made in writing then the presiding officer or any member of the ICC will render all possible assistance to the complainant to ensure the complaints are made in writing or to record a complaint on his/her behalf. o A complaint can be made within 3 (three) months from the date of incident. o The ICC, for reasons to be recorded in writing, may extend the time for making a complaint to a further period of 3 (three) months. o Where the female member is unable to make a complaint due to her physical or mental incapacity or death or for any other reason, her legal heir or such other person authorised under law may write or post a complaint. o All complaints shall be forwarded to the Employer. o A copy of the complaint shall be forwarded to the respondent within seven working days from the receipt of the complaint by the ICC. o The respondent shall file his/her reply to the complaint within a period not exceeding ten working days from the date of receipt of the documents. o ICC members will investigate the case and will determine actions as applicable under the scope of prevention of sexual harassment policy.

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COMPLAINTS COMMITTEE - LOCATIONS

INTERNAL COMPLAINTS COMMITTEE (ICC) - MUMBAI

Name

Gender

Function

Role

Ms. Lalitha. R

Female

Sales

Presiding Officer

Mr. Ajay Mohan

Male

Sales

Member

Ms. Ami Khan

Female

HR

Member

Female

Independent

Member

(Contact – 9920239629)

Ms.Shilpaja Kondalkar (Contact: 9029146823)

INTERNAL COMPLAINTS COMMITTEE (ICC) - NOIDA

Name

Gender

Function

Role

Ms. Lalitha. R

Female

Sales

Presiding Officer

Mr. Ajay Mohan

Male

Sales

Member

Ms. Mudra Rastogi

Female

HR

Member

Female

Independent

Member

(Contact – 9818047312)

Ms.Shilpaja Kondalkar (Contact: 9029146823)

INTERNAL COMPLAINTS COMMITTEE (ICC) – BANGALORE

Name

Gender

Function

Role

Ms. Lalitha. R

Female

Sales

Presiding Officer

Mr. Ajay Mohan

Male

Sales

Member

Ms. Aishwarya B S

Female

Sales

Member

Female

Independent

Member

(Contact –9743371728)

Ms.Shilpaja Kondalkar (Contact: 9029146823)

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INTERNAL COMPLAINTS COMMITTEE (ICC) – MANYATA (BANGALORE)

Name

Gender

Function

Role

Ms. Lalitha. R

Female

Sales

Presiding Officer

Mr. Ajay Mohan

Male

Sales

Member

Ms. Ritika Sinha

Female

HR

Member

Female

Independent

Member

(Contact – 9986288996)

Ms.Shilpaja Kondalkar (Contact: 9029146823)

INTERNAL COMPLAINTS COMMITTEE (ICC) - CHENNAI

Name

Gender

Function

Role

Ms. Lalitha. R

Female

Sales

Presiding Officer

Mr. Ajay Mohan

Male

Sales

Member

Ms. Curie Raj

Female

Sales

Member

Female

Independent

Member

(Contact: 9176692666)

Ms. Shilpaja Kondalkar (Contact: 9029146823)

INTERNAL COMPLAINTS COMMITTEE (ICC) - HYDERABAD

Name

Gender

Function

Role

Ms. Lalitha. R

Female

Sales

Presiding Officer

Mr. Ajay Mohan

Male

Sales

Member

Ms. Vishnu Manjari

Female

HR

Member

Female

Independent

Member

(Contact: 9885584035)

Ms. Shilpaja Kondalkar (Contact: 9029146823)

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INTERNAL COMPLAINTS COMMITTEE (ICC) - PUNE Name

Gender

Function

Role

Ms. Lalitha. R

Female

Sales

Presiding Officer

Mr. Ajay Mohan

Male

Sales

Member

Ms. Madhulika Singh

Female

HR

Member

Female

Independent

Member

(Contact: 9673990355)

Ms. Shilpaja Kondalkar (Contact: 9029146823)

INTERNAL COMPLAINTS COMMITTEE (ICC) – KOLKATA Name

Gender

Function

Role

Ms. Lalitha. R

Female

Sales

Presiding Officer

Mr. Ajay Mohan

Male

Sales

Member

Ms. Payel Bhattacharya

Female

HR

Member

Female

Independent

Member

(Contact: 9830498928)

Ms. Shilpaja Kondalkar (Contact: 9029146823)

INTERNAL COMPLAINTS COMMITTEE (ICC) – AHMEDABAD

Name

Gender

Function

Role

Ms. Lalitha. R

Female

Sales

Presiding Officer

Mr. Ajay Mohan

Male

Sales

Member

Ms. Shruti Agnihotri

Female

HR

Member

Female

Independent

Member

(Contact: 9978959166)

Ms. Shilpaja Kondalkar (Contact: 9029146823)

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INTERNAL COMPLAINTS COMMITTEE (ICC) – COIMBATORE

Name

Gender

Function

Role

Ms. Lalitha. R

Female

Sales

Presiding Officer

Mr. Ajay Mohan

Male

Sales

Member

Ms. Maheswari K L

Female

HR

Member

Female

Independent

Member

(Contact: 9629109714)

Ms. Shilpaja Kondalkar (Contact: 9029146823)

INTERNAL COMPLAINTS COMMITTEE (ICC) - JAIPUR

Name

Gender

Function

Role

Ms. Lalitha. R

Female

Sales

Presiding Officer

Mr. Ajay Mohan

Male

Sales

Member

Ms. Kirti Sharma

Female

HR

Member

Female

Independent

Member

(Contact: 7665206113)

Ms. Shilpaja Kondalkar (Contact: 9029146823)

INTERNAL COMPLAINTS COMMITTEE (ICC) – CHANDIGARH

Name

Gender

Function

Role

Ms. Lalitha. R

Female

Sales

Presiding Officer

Mr. Ajay Mohan

Male

Sales

Member

Ms. Tanu Sharma

Female

HR

Member

Female

Independent

Member

(Contact: 9780809525)

Ms. Shilpaja Kondalkar (Contact: 9029146823)

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COMPLAINT FORM 1. Details of Aggrieved Individual: Name Emp. ID Designation Department / Section Mobile / Contact No. Office Location / Branch

2. Details of Complainant (in case the Complainant is not the Aggrieved Individual): Name Emp. ID Designation Department / Section Mobile / Contact No. Office Location / Branch

3. Details of individual alleged to have engaged in sexual harassment: Name Emp. ID Designation Department / Section Mobile / Contact No. Office Location / Branch

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4. Details of the Incident(s) Place of the Incident Date of the Incident

Time of the Incident Description of Specific Act alleged: Effects of such Harassment

5. Are there others who have witnessed this behavior or others who experienced similar behavior by the individual named above? If so, please provide their names , indicate if witness or individual with similar experience , their address and phone numbers : Name of the Witness Designation Division / Department Mobile / Contact No. Location / Branch

6. Did you take any action in an attempt to stop Harassment? □ Yes If Yes, Please describe the actions taken:

7. Have you filed this report with any other Agency : □ Yes If Yes, With Whom? Please furnish the details below:

□ No

□ No

8. Do you have any suggestion for proposed action to address or resolve the harassment?

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9. Do you have any additional information and comments?

Please let us know, if you are the aggrieved person? □ Yes

□ No

Signature of the Aggrieved Individual / Complainant:

Date:

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Disclaimer

The contents of this Joining Pack are presented as a matter of information only and are not intended to cover all policies, plans and procedures of Just Dial Limited. The plans, policies and procedures described are not conditions of employment. Just Dial Limited reserves the rights to modify, add, revoke, suspend, terminate, or change any or all plans, policies, or procedures of the company, in whole or in part, at any time with or without notice. The language in this booklet is not intended to create, nor is it to be construed, a contract between Just Dial Limited and any one or all of its Employees. Unless otherwise stated in this Joining Pack, the contents of this Joining Pack are applicable to all Employees (Payroll Employees both confirmed and probation) at Just Dial Limited. The information contained in this Joining Pack is confidential and proprietary to Just Dial Limited. The information is for internal use only and may not be distributed outside of Just Dial Limited. Any use of the third party contact information contained herein does not violate your obligation to keep the contents of the Joining Pack confidential.

Just Dial Limited CIN NO: L74140MH1993PLC150054 Magnolia Block (B), Level-4, Manyata Embassy Business Park, Nagavara outer ring road, Bangalore – 560045; Phone: 080-23531131 / 2333 3333 Registered & Corporate Office: Palm Court Building M, 501/B, 5th Floor, New Link Road, Besides Goregaon Sports Complex, Malad West, Mumbai – 400064. Tel: 022 – 2884060 / 66976666 – Fax: 022-28823789 Mumbai, Delhi, Kolkata, Chennai, Bangalore, Pune, Hyderabad, Ahmedabad, Coimbatore, Jaipur and Chandigarh

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